Performance improves when employees understand what is expected, managers know what to measure, and feedback happens before problems escalate.
360HR helps businesses put practical performance management frameworks in place, from KPIs and scorecards to reviews, probation and performance improvement.
Need to introduce performance management from scratch, improve an existing system or deal with persistent underperformance? 360HR can help you put a practical support framework in place.
Create measurable KPIs and scorecards linked to the responsibilities and outcomes that matter most in each role.
Put a clear, repeatable review process in place so managers and employees know when performance will be discussed and what will be assessed.
Help managers set expectations early, document feedback and deal with concerns during probation rather than waiting until the end of the process.
Build a structured approach for employees who are not meeting expectations, including clear objectives, feedback and follow-up.
Give managers practical guidance on how to prepare for performance conversations, provide feedback and address underperformance consistently.
Develop templates and tools that support clearer records, review meetings and performance discussions.
Many performance problems are not caused by a lack of effort alone.
Employees may be unclear on priorities. Managers may be measuring performance differently. Reviews may happen inconsistently, or only when something has already gone wrong.
A practical performance management process creates clarity around what good performance looks like, how it will be measured and how feedback should be handled.
360HR helps businesses put that structure in place.
Your business may need a more structured approach if:
A useful performance process is not limited to one annual appraisal.
Employees need regular feedback, clear priorities and an opportunity to understand where they are performing well and where improvement is required.
Managers need a framework that helps them recognise strong performance, identify concerns early and keep conversations focused on facts rather than assumptions.
A practical performance process creates a consistent cycle of:
When underperformance is vague, undocumented or left too long, it becomes harder for both the manager and the employee to resolve.
360HR can help managers create greater clarity around:
Performance management should not feel like a corporate exercise that exists only for HR.
360HR focuses on creating practical systems that managers can actually use and employees can understand.
Access senior HR expertise when people-related decisions become difficult or uncertain.
Your HR processes should reflect your business, workforce and management structure, not a generic template.
We focus on what needs to happen next and help you put the right processes, documents and conversations in place.
Use 360HR on an ongoing basis, for a defined project, or when a specific issue arises.
Request an consultation with HR specialist Lara Haskins
Whether you need ongoing HR support or help with a specific employee matter, 360HR can help you take the next step with greater clarity and confidence.
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Yes. 360HR can work from your current job descriptions or help clarify the role first before developing relevant KPIs and scorecards.
No. Measures should reflect the nature of the role. Some positions are best measured through numerical targets, while others require a combination of outcomes, responsibilities and behavioural expectations.
Yes. Support can include clarifying expectations, structuring performance conversations, developing improvement plans and strengthening documentation.
Depending on the situation and support structure in place, managers may be able to encourage or facilitate access to appropriate assistance. The process should always be handled sensitively.
No. A good performance process should also recognise strong performance, support development and help employees understand how their work contributes to the organisation.